QUESTIONS?
QUESTIONS?

GenAI for HR Transformation: Strategic Prompting and Workforce Innovation

Program Description

  • This two-day strategic program is designed to equip HR leaders and non-technical executives with the capability to lead the AI-augmented workforce. In the Malaysian corporate landscape, HR is no longer just a support function but the architect of AI adoption.
  • This workshop focuses on the "Thinking Partner" model - using Generative AI to bridge the gap between administrative tasks and strategic talent development.
  • Participants will build proprietary, no-code workflows for talent acquisition, employee engagement, and policy drafting while ensuring structural compliance with the Personal Data Protection Act (PDPA) and national AIGE governance standards.

While this outline serves as a foundational framework with use cases from multiple industries and functions, the final program is fully customized to your industry and internal workflows. 

Participants work on real-world problems, not generic examples. We engage in a pre-workshop alignment to inject your specific organizational datasets, pain points, and proprietary use cases directly into the curriculum.

Learning Objectives

  • Master Professional HR Prompting: Use structured frameworks (Role, Task, Context, Constraints) to generate high-fidelity job architectures, interview rubrics, and policy drafts.
  • Accelerate the Talent Lifecycle: Prototype workflows for automated resume screening summaries, personalized onboarding paths, and performance review calibration.
  • Architect a Proprietary HR Knowledge Bot: Develop a centralized HR Prompt Library to ensure consistent corporate tone and automated compliance across all employee touchpoints.
  • Execute Culture & Sentiment Simulations: Use GenAI to analyze employee feedback patterns and simulate the impact of change management initiatives.
  • Establish Ethical AI Governance in HR: Implement "Human-in-the-loop" checkpoints to manage data privacy, mitigate algorithmic bias, and ensure fairness in Malaysian recruitment.

Program Details

  • Duration: 2 Days
  • Time: 9:00 AM – 5:00 PM

Content

Day 1: AI-Augmented Recruitment & Talent Acquisition

  • Shifting from “Administrative HR” to “Augmented HR.” Understanding the LLM architecture as a cognitive partner for workforce planning and job design.
  • Scenario (Manufacturing): An HR Manager uses GenAI to redesign technical job descriptions for a “Smart Factory” shift, identifying new skill clusters required for IR 4.0.
  • Hands-on: Practice “Structured Prompting” – turning a vague hiring need into a multi-layered recruitment brief including technical skills, cultural fit, and behavioral KPIs.
  • Expected Impact: Immediate improvement in the quality of talent briefs; foundation for safe and effective AI usage in sensitive HR contexts.
  • Leveraging AI to build personalized candidate journeys, from tailored outreach emails to customized interview simulations.
  • Demo (Banking): Using GenAI to generate technical interview case studies and scorecards for a “Management Trainee” program, ensuring alignment with the bank’s core values.
  • Hands-on: The “Candidate Persona” Challenge – input a job role and have the AI generate a detailed candidate profile, localized “Manglish/BM/EN” outreach templates, and a 4-week onboarding plan.
  • Expected Impact: Increased candidate conversion rates and a 60% reduction in time-to-hire for niche specialized roles.
  • Using AI to audit hiring processes for hidden biases and ensuring compliance with Malaysian diversity and inclusion standards.
  • Scenario (E-commerce): Reviewing an AI-generated shortlist for a high-volume warehouse role to ensure the criteria do not inadvertently discriminate based on age or gender.
  • Hands-on: The “Bias Audit” – participants use AI to critique their own current job ads for gendered or exclusionary language and generate “neutral” alternatives.
  • Expected Impact: Structural protection of employer brand; 100% compliance with national AIGE fairness principles.
  • Using GenAI to structure persuasive HR budget proposals and translate “People Metrics” (turnover, eNPS) into board-ready financial narratives.
  • Scenario: Turning a raw turnover spreadsheet into a 5-slide executive narrative that highlights the “Cost of Vacancy” and the ROI of a proposed retention program.
  • Hands-on: Create a “Board-Ready” slide outline for a mock HR transformation initiative, including objectives, data-backed insights, and ROI projections.
  • Expected Impact: Faster approval cycles for HR initiatives; more polished and data-driven executive communication.

Day 2: Employee Engagement, Learning & Change Management

  • Mastering the art of using GenAI to create multilingual training modules and personalized “Learning Pathways” for a diverse workforce.
  • Scenario (Retail): Adapting a global “Customer Service Excellence” module into a localized BM context with roleplay scripts tailored to Malaysian shopping behaviors.
  • Hands-on: Build a “Tutor Bot” prompt – create a customized learning assistant that can quiz employees on company policy or technical SOPs in real-time.
  • Expected Impact: 100% consistency in training delivery; significantly reduced reliance on external content creators for routine upskilling.
  • Utilizing GenAI to synthesize unstructured feedback (surveys, Glassdoor reviews, exit interviews) into actionable cultural insights.
  • Demo (FMCG): Analyzing 500+ anonymous employee survey entries to identify the “Root Cause” of burnout in the sales department and generating a mental health intervention plan.
  • Hands-on: The “Sentiment Synthesis” – input raw (anonymized) feedback data and have the AI generate a SWOT analysis of the current workplace culture.
  • Expected Impact: Proactive retention management; ability to identify “cultural smoke” before it becomes a “fire.”
  • Defining the legal and ethical boundaries of AI in HR, focusing on data privacy, the use of employee data in LLMs, and Malaysian labor laws.
  • Scenario: Auditing an AI-driven performance review system for potential bias and ensuring no sensitive NRIC or PII data was used in the prompting process.
  • Hands-on: Co-create a “Departmental AI Playbook” – outlining do’s/don’ts, approval steps, and “Human-in-the-loop” checkpoints for the HR team.
  • Expected Impact: Structural protection of corporate reputation; 100% compliance with PDPA 2.0 and local governance standards.
  • Consolidating Day 1 & 2 into a practical rollout plan for the participant’s specific HR function.
  • The Framework: Prioritizing HR-AI initiatives based on Feasibility (Ease of adoption) vs. Impact (Employee Experience/Efficiency).
  • Hands-on: Develop a “Workforce Augmentation Backlog” – identifying 3 high-impact HR tasks to be augmented with GenAI within the next quarter.
  • Expected Impact: A clear, actionable path from training to execution; measurable KPIs for AI integration in the HR function.
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List of Deliverables

Upon completion of the program, participants will have produced a tangible “AI Portfolio” including:
  • Master HR Prompt Library: A centralized repository of high-performing prompts for JD design, interviewing, and policy drafting.
  • Custom "HR Culture" Bot: A personalized AI configuration pre-loaded with your company’s specific tone-of-voice and core values.
  • Executive HR Presentation Toolkit: Ready-to-use slide outlines and executive summaries for HQ and Board submissions.
  • Corporate HR AI Playbook: A co-created framework for safe, ethical, and PDPA-compliant AI deployment in HR.
  • LinkedIn & GitHub Showcase: All mini-projects generated are designed to be "portfolio-ready," allowing HR leaders to showcase their AI proficiency.

Prerequisites

  • Technical Knowledge: No prior coding or technical AI experience is required. This is a non-technical program for HR and business leaders.
  • Essential Equipment:Participants must bring a laptop with access to web-based tools (ChatGPT, Claude, etc.) and a sample (non-sensitive) HR brief or policy.
  • Mindset: A willingness to challenge traditional "people-only" models and embrace a "Hybrid Intelligence" HR culture.

Who Should Attend

  • CHROs, HR Directors, and Managers
  • Talent Acquisition & Recruitment Leads
  • L&D and Organizational Development (OD) Specialists
  • Employee Engagement & Internal Communications Executives
  • HR Business Partners (HRBPs)

Training Methodology

  • HR Ecosystem Lab: Hands-on application using actual HR briefs and anonymized workforce datasets.
  • Applied Prompt Engineering: Interactive sessions focusing on psychological safety and multi-step reasoning frameworks.
  • Strategic Co-Design: Group sessions to build the corporate AI Playbook and phased 3-6 month adoption roadmap.

100% HRDC-Claimable

This program is fully registered and compliant with HRDC (Human Resource Development Corporation) requirements under the SBL-Khas scheme, allowing Malaysian employers to offset the training costs against their levy.

Certification of Completion

Participants who successfully complete the program will be awarded a “Professional Certificate in GenAI for HR Transformation.”

Post-Workshop Consulting (Optional)

For organizations looking to bridge the gap between training and execution, we offer optional, paid consulting services. These engagements provide expertise and technical support for specific pilot development or full-scale operational integration of the data- and AI-driven use cases established during the program.

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